Managing a MultigenerationalWorkforce

David KingCanadian PresidentRobert Half Management Resources

Historical Events & Influences

Generation Baby Boomer1946 - 1964

Gen X1965 - 1978

Gen Y1979 - 1999

Also Known As • MTV Generation • Echo Boomers• Gen Next• Millennials

Events • Vietnam War• Civil Rights• JFK/RFK shot• Counterculture• Watergate• Disco• Tape decks• VCRs

• Fall of Berlin Wall• Iran-Contra Affair• Gulf War

(Operation Desert Storm)

• Cable• Satellite• PCs; CDs• First generation on

Internet

• 9/11• Afghanistan War• Iraq• Columbine H.S.• iPods; YouTube• Facebook• Twitter• Free market economy• Global warming

Generation

Feedback

Change management

Workplace Characteristics

Partner

Baby Boomers Gen X Gen Y

Behavior Challenge the rules Change the rules Create the rules

Training Preferred in moderation Required to keep me Continuous and expected

Learning style Facilitated Independent Collaborative and networked

Communicationstyle

Guarded Hub and spoke Collaborative

Problem-solving Horizontal Independent Collaborative

Decision-making Team informed Team included Team decided

Leadership styles

Unilateral Coach

Once per year, duringthe annual review

Change = caution

Weekly/daily

Change = opportunity

On demand

Change = improvement

Source: The Changing Workforce: Urgent Challenges and Strategies, 2007, Joe Kristy, associated partner, Human Capital Management Practice, IBM

Myth or Reality?

Job security and stability is of greatest concern to Boomers, Gen X and Gen Y.

TRUE!

Myth or Reality?

Generation Y – the youngest members of the workforce –are the most likely job hoppers.

True!

Post-Recession Career Plans

Recession Lessons

“Focus on skills and knowledge development to increase your value to your company.”

Gen X

Baby Boomer

“Don’t take your job for granted.”

“Stability is king.”

Gen Y

What Workers Value MostEmployees were asked to rate the importance of the following work environment factors on a scale of one to 10

*1 = Least important10 = Most important

Keeping an Eye on the PrizeEmployees were asked to rate the importance of the following factors when evaluating a job offer on a scale of one to 10

*1 = Least important10 = Most important

Benefits & PerksEmployees were asked to rate how important the following benefits and perks are as they pertain to overall job satisfaction on a scale of one to 10

*1 = Least important10 = Most important

Bring Back Bonuses!

Cut or reduced benefits/perks that employees want back:

1.Bonuses2.RRSP matching programs3.Subsidized training/education4.Employee discounts5.Free/subsidized snacks/lunches6.Subsidized transportation

Appealing to Gen Y

• Eager for promotions (31 per cent)

Appealing to Gen Y

• Most likely to seek other opportunities (36 per cent)

Appealing to Gen Y

• Value professional growth and job titles

Appealing to Gen Y

• Offer regular feedback

Appealing to Gen Y

• Empower them to take on new roles

Managing a MultigenerationalWorkforce

David KingCanadian PresidentRobert Half Management Resources